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What does Human Resource (HR) compliance mean to your company?

Workplace Dynamics understands the difficulty you may have meeting business demands while maintaining compliance with the many employment laws. For your HR function to fully support business operations, it will need to be able to make judgments about how business decisions impact legal compliance. We can help you balance your business dynamics with legal workplace compliance.

It is important for you to know what compliance means to us:

  1. Thorough knowledge of the law and legal implications to your business
  2. Full understanding of all your business dynamics, including goals and objectives
  3. Objective & neutral assessment of the compliance requirements while considering your business needs
  4. Compliance advice that complements your business dynamics as well as your legal requirements.

Providing legal compliance advice without fully considering your business needs misses the mark. We must consider both to successfully provide meaningful compliance solutions.

Let our human resources consultants, EEO and Affirmative Action consultants provide you with business-oriented HR compliance solutions to support:

Affirmative Action (AA) Compliance

Equal Employment Opportunity (EEO) Compliance

Position/Performance Management and Related Fair Labor Standards Act (FLSA) Compliance

General Human Resources (HR) Compliance

Develop Affirmative Action Plans (AAPs)
Investigate and resolve discrimination charges
Evaluate FLSA classifications
Develop or update Employee Handbooks
Prepare adverse impact and standard deviation analyses
Design and facilitate training programs.
Assess independent contractor classifications
Design diversity and inclusion programs & training
Conduct compensation/pay equity analyses
Spanish translation and interpreting services
Prepare position descriptions
Conduct employment practice risk assessments
Provide OFCCP audit technical support to Federal Contractors
On-call advice on handling difficult employment situations
Design performance management systems
Review and assess recruiting and hiring practices
Advise on implementation of AA program
Decipher EEO and employment laws for practical business applications
Position planning and assessment tool

 

Evaluate HR systems supporting AA program
Prepare EEO-1 reports

 

 
 
 

 
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